Applicant Tracking Systems???

I realize this question has been asked before,yet most of the posts are quite old, but I am on the hunt for a new ATS. I have read through the previous content in the forum and still am not sure which way to go. We are a relatively small boutique staffing firm, but we do have two other companies. Of which we have major expansion plans for 2012.

Yet, we are in the dark ages in terms of having a robust ATS. I would welcome any and all advice as to what is working, what doesn't not, capabilities etc, specifically:

Replies to This Discussion

There was a recent (~1 month ago) discussion about staffing software on the ASA LinkedIn Group. Not as entertaining as a RecruitingBlogs thread of course, but some useful comments nonetheless. Search for "staffing software" within "All Discussions" under the "Search" tab.

There was a recent (~1 month ago) discussion about staffing software on the ASA LinkedIn Group. Not as entertaining as a RecruitingBlogs thread of course, but some useful comments nonetheless. Search for "staffing software" within "All Discussions" under the "Search" tab.

With some of the recruitment ( high volume) it is a time saver to include or exclude candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

The fact that you have government contract work suggests your client (government agency) will be required to account for their applicant flow which would include your applicant flow. A good ATS will have the ability to capture that information for AAP reports required and audited by the EEOC/OFCCP.

Just saying...

Steven G. Davis said:

With some of the recruitment ( high volume) it is a time saver to include or exclude candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

That as well is another reason to improve our system/processes..Thank you for adding that!

Valentino Martinez said:

Steven,

The fact that you have government contract work suggests your client (government agency) will be required to account for their applicant flow which would include your applicant flow. A good ATS will have the ability to capture that information for AAP reports required and audited by the EEOC/OFCCP.

Just saying...

Steven G. Davis said:

With some of the recruitment ( high volume) it is a time saver to include or exclude candidates. With some of our gov't contract work, we often have to hire a high volume of canddiates which means that we screen "alot" of candidates and part of the screening process is "qualifying" candidates with a specific set of qualifying questions which we now do with a phone screen, we could limit our phone screens to those that qualify right out of the gate..

Not totally sure the size or type (staffing/corp) of your organzation but from personal experience I would not recommend Taleo. Not very good experience from candidate or recruiter side. Integration is challengeing and it's not well supported. It's funny, they have a good share of the market, but not sure why. I know companies tend to move off the platform when their contract expires.

- mass job posting (free, commercial, and niche boards) and one click job posting to social media (Facebook, LinkedIn, Twitter), and then candidates from all sources are consolidated into the Recruiting Software.

- a recommendation engine that considers historical evidence to tell you which job boards are the best, based on your position and location.

- all candidates receive a Facebook style wall where you, or anyone else in the company, can comment.

- Unlimited users.

- You can communicate with candidates directly within the software with easy engage, email, invite for interview, or reject options that have template responses, or you can personalize the message.

- Plus we build career sites, simple drag and drop. The career site will automatically update with any job posted.

For all job seekers using mobile devices, the career site will be optimized for easy to read display.

And with our Facebook Careers Tab, we can display and automate the posting of your jobs on your Facebook company page.